Staffing Is Your Biggest Cost and Your Biggest Risk

For most holiday camps, staff wages represent 50 to 65% of total operating costs. Getting staffing right is not just a compliance issue; it is the single biggest factor in whether your camp is financially viable. Too few staff and you breach ratios, compromise safety, and risk your Ofsted registration. Too many and your margins disappear.

The challenge is that holiday camp staffing is inherently variable. Your Monday headcount might be 95 children and your Friday headcount might be 55. You need enough staff for Monday's peak without paying for Monday's staffing levels on Friday. And you need to account for sickness, no-shows, and the specialist coach who texts at 07:30 to say their car has broken down.

This guide covers the systems and processes that help you staff efficiently, comply consistently, and respond to the unexpected without panic.

Live Ratio Tracking

Knowing your ratio at any given moment requires knowing two numbers: how many children are on site in each group, and how many qualified staff are supervising each group. Both numbers change throughout the day as children arrive and leave, staff take breaks, and groups rotate between activities.

Real-Time Dashboard

A live ratio dashboard pulls data from your digital sign-in system (for child numbers) and your staff attendance system (for staff numbers). It displays each group with its current child count, staff count, and the resulting ratio. If any group's ratio exceeds the permitted maximum, the dashboard flags it immediately in red.

This dashboard should be visible to the camp manager and the duty manager at all times. It is the early warning system that prevents a momentary ratio breach (while two staff members are both on break) from becoming a sustained compliance failure.

Ratio Alerts

Configure automatic alerts at two thresholds:

Amber alert: When a group is within one staff member of breaching the ratio (for example, a 1:8 group has 23 children and 3 staff, meaning one more child or one staff absence would breach). This gives you time to move a floating staff member to that group.
Red alert: When a group has actually breached the ratio. This requires immediate action: move staff from another group, combine groups temporarily, or reduce the child count by reallocating children to a group with capacity.

These alerts should be sent by push notification to the camp manager's phone, not just displayed on a screen they might not be looking at.

DBS Tracking and Compliance

Every staff member and volunteer who works in regulated activity with children must have an Enhanced DBS check with barred list. Managing DBS compliance across a team that may include 20 to 40 people (permanent staff, seasonal staff, volunteers, specialist coaches) is a significant administrative task.

DBS Compliance Register

Maintain a digital register that records for each person:

Full name and date of birth.
DBS certificate number and issue date.
DBS Update Service subscription status (yes/no) and annual check date.
Barred list check result and date verified.
Next renewal date (if not on the Update Service, typically every three years).

The register should flag anyone whose DBS is due for renewal within the next 60 days, and anyone whose DBS has expired. No staff member should work unsupervised with children if their DBS has expired and they are not on the Update Service.

DBS Update Service Checks

If a staff member subscribes to the DBS Update Service (GBP 13 per year), you can run an instant online check at any time to confirm their certificate is still current. Best practice is to run this check at the start of each holiday period (Easter, summer, half-term) rather than relying on a single annual check. Record the date and result of each check on the register.

Qualification Matching

Multi-sport camps require staff with a range of qualifications. Your football coaches need FA coaching badges. Your swimming instructors need Swim England Level 2 (or equivalent). Your first aiders need current paediatric first aid certificates. And your climbing instructors need MTE (Mountain Training England) qualifications or equivalent.

Qualification Matrix

Build a matrix that maps each activity on your programme to the qualifications required to lead it. Then map each staff member's qualifications against the matrix. This tells you instantly whether you have the right people available for each day's programme.

Football: FA Level 1 coaching certificate (minimum), FA Level 2 (preferred), current DBS, paediatric first aid (at least one per group).
Swimming: Swim England Level 2 Teaching Certificate, current National Rescue Award (NRASTC), DBS.
Archery: ArcheryGB Instructor Award, DBS, first aid certificate.
General activities: Level 3 childcare qualification (for EYFS groups), DBS, first aid certificate.

When you build the daily schedule, cross-reference it against the qualification matrix and the staff rota. If Tuesday's schedule includes swimming but your only qualified swimming instructor is off on Tuesday, you have a problem that needs solving before Tuesday, not at 08:00 on Tuesday morning.

Qualification Expiry Tracking

Most qualifications have expiry dates. First aid certificates expire after three years. Coaching badges may require CPD hours for renewal. Lifeguard qualifications have annual assessments. Your system should track expiry dates and send renewal reminders 90 days in advance, giving staff time to book and complete their renewal course before they lapse.

Building a Relief Staff Pool

No matter how well you plan, you will face days when a staff member is ill, a specialist cancels, or demand exceeds your forecast. A relief staff pool is your insurance against these situations.

Who Goes in the Pool

Your relief pool should include:

Former seasonal staff who worked for you previously and left on good terms. They know your systems, your venues, and your expectations.
University students studying sports science, education, or childcare. Many are available during holidays and keen to build experience.
Qualified freelance coaches who can cover specialist sessions at short notice.
Parent volunteers with relevant qualifications and current DBS checks.

Keeping the Pool Ready

A relief pool is useless if the people in it are not ready to work. Ensure every pool member has a current DBS check (or is on the Update Service), has completed your induction and safeguarding training, and has provided their availability for each holiday period in advance.

Contact pool members at the start of each holiday period to confirm their availability for the coming weeks. Maintain a simple rota showing who is available each day, so when the 07:00 sickness call comes in, you can make one phone call and have a replacement confirmed within 15 minutes.

The best-run camps are not the ones where nothing goes wrong. They are the ones where something goes wrong every day and nobody notices because the systems and the people absorb it seamlessly.

Key Takeaways

Implement a live ratio dashboard that pulls from digital sign-in and staff attendance systems, with amber and red alerts sent by push notification.
Maintain a digital DBS register with expiry tracking and run Update Service checks at the start of each holiday period.
Build a qualification matrix mapping each activity to required qualifications, and cross-reference it against the staff rota when building daily schedules.
Track qualification expiry dates and send renewal reminders 90 days in advance to prevent staff from lapsing.
Maintain a relief staff pool of 8 to 12 people with current DBS checks, completed inductions, and confirmed availability for each holiday period.